Fred Kapel

HR maturity is a powerful predictor of organizational success. Research shows that organizations with high HR maturity see stronger financial performance, higher productivity, and healthier revenue projections. Yet only 1 in 8 HR teams reach this level of maturity. It’s time for HR to rise to the occasion. SHRM’s new report, The Business Case for HR Excellence, offers actionable insights to strengthen HR capabilities, elevate strategy, and drive measurable business impact. Read the full report here: https://shrm.co/0ldiwi.

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Tariffs are a hot topic creating uncertainty in Commercial Real Estate. Our very own Mike Yungerman, EVP & General Manager, recently participated on a NAIOP Chicago panel to discuss the impact of tariffs within the industry. Moving forward in these times of uncertainty, Mike indicated that our team would continue to “categorize the risk, evaluate alternatives, understand costs and decide whether committing early makes sense.” Click the link below to read more. https://lnkd.in/gRZc7Xjz #OpusCRE #Tariffs #CommercialRealEstate #OpusChicago

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📊 The Cost of Talent is Shifting: Key Benchmarks from the 2025 Recruiting Report The new SHRM 2025 Recruiting Executives Benchmarking Report reveals a major divergence in hiring metrics, with costs soaring for executive roles while time-to-fill stabilizes. Here are the must-know insights for every talent acquisition professional: 1. Executive Hiring Costs Explode, Nonexecutive Costs Drop The cost-per-hire (CPH) gap is wider than ever, underscoring the resource intensity of top-tier talent acquisition: Executive CPH has reached a median of $10,625. This represents a staggering 113% increase since 2017 and a 21% rise since 2022. Nonexecutive CPH decreased to $1,200, a 27% decline since 2017. The Ratio: The cost of hiring an executive is now nearly 9 times that of a nonexecutive role. 2. Time-to-Fill Stabilizes, But Size Matters The hiring process is becoming more consistent across job levels, suggesting focused effort on speed: The median time-to-fill for both executive and nonexecutive positions is now about 44-45 days (a month and a half). This is a sharp drop for executive roles, which took 60 days in 2022. The Bottleneck: Extra-large organizations (5,000+ employees) report significantly longer time-to-fill periods (around 60-61 days for both). 3. The Internal Hiring Opportunity is Missed Recruitment remains overwhelmingly external, though larger firms are better at internal mobility: The overall median shows executive hiring is 100% external. Only 7% of nonexecutive positions are filled internally across all organizations. The Exception: Extra-large organizations are the exception, filling 50% of executive positions from within. 4. A "Quality of Hire" Blind Spot Despite 61% of recruiting executives citing a lack of qualified candidates as a top challenge, very few organizations actually measure whether their new hires deliver value: Only 20% of organizations use a quality-of-hire metric, a decline from previous years. 💡 Actionable Takeaway: Recruitment is expensive, especially at the executive level. Recruiting leaders need to justify these costs by integrating Quality of Hire metrics into their reporting and investing in internal development programs (upskilling, mentoring) to capitalize on the lower cost and higher potential retention of internal talent. How does your organization's CPH compare to these benchmarks? Share your thoughts below! 👇 #Recruiting #TalentAcquisition #HRMetrics #Benchmarking #FutureOfWork #SHRM #ExecutiveSearch

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💸 Manual HR tasks could be costing $25K a year. Discover 𝟭𝟬 𝗣𝗼𝘄𝗲𝗿 𝗕𝗜 𝘂𝘀𝗲 𝗰𝗮𝘀𝗲𝘀 that turn data into instant insights. http://aihr.ac/4l7kuDn 👉 Explore the 10 use cases & 📌 save this guide!

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When a top candidate declines an offer, it can feel like a major setback. Discover 4️⃣ pitfalls a hiring team must avoid during key stages of an executive search to stay aligned and successful. https://lnkd.in/ekq2_3H2 Authored by Justin Wilkins, EVP #kimmel #executivesearch #offers

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No surprises here about the Multifamily Slowdown from this article by Roers Companies. The article underscores a significant slowdown in multifamily construction, leading to a reduced supply that is likely to drive rent growth in the coming years. This presents both challenges and opportunities for developers and investors in the multifamily housing sector. #MultifamilyConstruction #RentGrowth #ConstructionMarket #AllegianceSearchGroup #ASGInsights #BuildWithASG #ExceptionalPeople #EnduringImpact https://lnkd.in/g6KByFee

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💸 Did you know? 𝗥𝗲𝘀𝗶𝗴𝗻𝗮𝘁𝗶𝗼𝗻𝘀 𝗮𝗻𝗱 ��𝗮𝘆𝗼𝗳𝗳𝘀 𝗰𝗮𝗻 𝗰𝗼𝘀𝘁 𝗼𝘃𝗲𝗿 $𝟱𝟬,𝟬𝟬𝟬 𝗶𝗻 𝗺𝗼𝗻𝘁𝗵𝗹𝘆 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗹𝗼𝘀𝘀𝗲𝘀 𝗽𝗲𝗿 𝟭𝟬𝟬 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀. That’s the price of getting recruitment and retention wrong. This article outlines 9️⃣ proven strategies, from flexible work to real-time recognition, that help align hiring with long-term engagement. It also highlights key metrics like time to fill, employee tenure, and internal promotion rates to track your success. 📊 Start with this breakdown of Recruitment and Retention 👉 http://aihr.ac/44KVkWl 💬 What’s one thing your company does during hiring that helps people stay long-term?

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📍 State of the Industry | Commercial Real Estate 2025 In today’s shifting landscape, the message was clear: 🔹 Stick to your expertise—depth matters more than ever 🔹 Be objective—evaluate both macro trends and local nuances with a clear lens Opportunities still exist—but it takes clarity, focus, and a sharp understanding of the fundamentals to spot them. #CRE #CommercialRealEstate #MarketOutlook #RealEstateStrategy #EconomicTrends #PropertyInsights #StateOfTheMarket

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There’s a new trend going around. I asked ChatGPT: “Create a character that reflects who I am at work.” It didn’t draw a recruiter collecting CVs. It drew a strategist — workforce planning, executive hiring, governance, transformation, cost discipline. Interesting lesson: AI doesn’t see titles. It sees impact. If you asked the same question — what would it say about you? #Leadership #HRStrategy #AI

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2 in 3 employers experienced a turnover rate of 10% or more in 2024. That's a significant cost to the bottom line and added work to an already overwhelmed HR team. Want to learn how to keep your talent? Check out the Talent Benchmark report to see how leaders are finding retention success by building trust, investing in technology and utilizing data to make informed decisions that can improve the employee experience and build a workforce that stays. Dive into the data and discover how to: • Build psychological safety through strategic leadership. • Create clear growth pathways for your team. • Promote ongoing career discussions. • Show genuine appreciation for employee contributions. Ready to improve retention and build a thriving organization? Get your copy of the report below: https://okt.to/Rv6bXF

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How well does your HR work land at the board table? This visual guide outlines four language and positioning shifts that help HR leaders communicate their impact in ways that resonate with directors. Download the full resource here: https://lnkd.in/gCAsdJkV

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